Durham Dispatch

Earlier this year, residents of Baity Hill, the only on-campus living facility available to graduate students at the University of North Carolina at Chapel Hill, were told by administrators at the University that the facility would be closed to graduate students beginning in the Fall of 2028. Residents of Baity Hill, many of whom chose to attend UNC over other alternatives because of the availability of on-campus living facilities, will be forced to search for new homes in an increasingly unaffordable rental market. This disruption, which amounts to a bait-and-switch from the University, will destroy this neighborly community, negatively impact the quality of life of current residents, and further strain an already economically precarious population. Wife, mother, and long time resident of Baity Hill Julia Edwards weighs in on the University’s decision: “There are many graduate student and married students who attend this university. We are a demographic that should not be ignored or ‘put away’. Living on campus, close to the graduate schools, has given my children more time with their father.” Julia makes it clear that she and her family want to stay at Baity Hill and asks the University: “Don’t kick us out till new housing is provided”. The location, affordability and amenities provided by Baity Hill has enabled a strong community of graduate students and parents to blossom. Friend of Julia and fellow parent Clayton Ulm agrees: “We have a community there of parents where we are able to baby sit and provide support to other parents that is unique to Baity Hill. We won’t have access to that network anymore”. Clayton, Julia and the many current residents share a deep frustration following the University’s choice to remove all graduate students in Fall 2028 and make Baity Hill exclusive to undergraduate students. The reasoning behind the change is attributed to the increase in undergraduate admissions in the coming academic year, as well as the unsafe living conditions of current undergraduate housing options. During the June 15th Housing Summit, Allan Blattner, Executive Director of Housing at UNC, offered graduate students two solutions to the two-year gap in graduate housing: Wait the projected four to five years (2030 or 2031) until new but off-campus housing built by an outside developer is complete in the Carolina North development. Go to the Off-Campus Housing Office for support. Patrick and Devin of the Off-Campus Housing Office are the only two staff members responsible for supporting all of UNC’s undergraduate and graduate students in search of off-campus housing options. Unfortunately for the high, and increasing, student need for off-campus housing the 'resources' on offer primarily consist of Apartments.com referrals [1]. The availability of affordable housing especially is not an infinite resource in the Chapel Hill and Carrboro area. As it currently stands, even Baity Hill, which is widely considered the “affordable” option, eats up 85% (18k) of an average graduate student’s embarrassingly low 21.6k per year stipend. A graduate student, who prefers to remain anonymous, visited the UNC financial office for advice. Upon consultation, they were recommended to apply for FASFA or a high-interest loan (GRAD Plus). Reflecting on this disheartening experience, they said: “Each office at UNC, seemingly devoted to supporting students, shuttles us from office to office, providing no clear answers, because everything is always out of their hands. This endless chain of bureaucratic passivity stems from the university’s increasingly parasitic financial model [...] UNC’s model drives down the quality of the education making us question whether any of this is worth it.” The University knows the graduate minimum stipend is not adjusted to the current cost of living and yet, instead of raising pay, they choose to refer students in financial need towards high-interest loans. Despite UNC’s stated mission to serve the growing needs of North Carolina by providing “access to learning” and an “unwavering commitment to excellence”, UNC’s decision-making actively works against the needs of current undergraduate or graduate students [2]. The Baity Hill closure is a clear example of this disregard, especially for graduate and professional students. By cutting off Baity Hill from graduate students, and providing no on-campus alternative, UNC is offloading the need for housing on the town of Chapel Hill and Carrboro. This pressure further intensifies an already precarious housing market for students, and the wider local population. In the face of stacked odds however, the residents and tenant organizers of Baity Hill have not lost hope. There is a petition in support of reversing the decision, and pushing the University to consider alternative options. Rather than forcing graduate students out of the only on-campus housing available, perhaps the University should consider what these students are able to provide for the Carolina community. Many graduate students are not only students, but researchers and instructors who actively contribute to UNC’s success and national acclaim. It would behoove decision-makers at UNC to remember that the graduate students they 'serve' deserve better. Looking to help in the effort to reverse the Baity Hill decision? Sign our petition and email your thoughts to the Executive Director for Carolina Housing Allan Blattner: allan_blattner@unc.edu. Work Cited https://offcampushousing.unc.edu/ https://www.unc.edu/about/mission/

This interview was published on May 22, 2026. The union was on strike during the May 22 to 24 weekend, and urged a boycott from May 15 to 25. Image credit: Artivista Karlin Si-Hua: Hi, my name is Si-Hua. I'm a worker at the Durham REI. We are on strike this weekend. We are asking folks not to shop at REI, to boycott through the end of their sale. We're striking because REI has, for three years, not given us a fair contract as a union store. We're asking the company to bargain in good faith with us and to give us a fair contract. DWA: What are some of the things you're hoping to get in a fair contract? Si-Hua: Consistent hours, benefits, scheduling, and safety standards. We'd also like for the contract to have an arbitration clause so that the contract can actually be enforced. We'd also like for disciplinary actions to have a just cause provision to make sure that anyone who gets disciplined gets it for fair reasons and proportionate to the infraction they have committed. DWA: Some of the customers said ‘why don't you just sue REI?’ Instead you guys are bargaining and decided to file ULPs and go on strike. What's the difference? Si-Hua: We have had several unfair labor practice lawsuits. We filed them against REI, but that process with the National Labor Relations Board takes a long time. We also have this resource of ourselves as workers, our worker power, withholding our labor, and we think that's also a very powerful method of sending a message to the company and to the general public. DWA: How long has this boycott been going on, and how long do you want people to sustain the boycott? Si-Hua: We've been advocating for a boycott for the last 8 days throughout REI's biggest sale of the year. We're asking folks to continue the boycott through the end of their sale, which ends on Monday the 25th. For my part, it's been three years since we've been asking for a fair contract. We're not asking to make millions, we just want a fair day’s pay and to be respected in our jobs. When we're paid better, when we're treated better, we can also serve our customers and members better. So everybody wins. This interview was first published by REI Union Durham.

On Monday, June 8, Duke officially announced the details of our new Student Medical Insurance Plan (SMIP). There are a number of concrete wins! Several demands made in the continuity of care petition have been met, including expanded network access, vision care, and elective abortion coverage. However, we have remaining concerns that the administration has not yet addressed. Duke has met some, but not all, of our demands. Our wins so far include (1) restored elective abortion coverage, (2) restored vision coverage, along with the $100 reimbursement for glasses or contacts, (3) sustained mental healthcare copay of $10, and (4) expanded coverage network, which incorporates the Triad Health Network to our highest coverage tier. And, finally, DGSU has secured a meeting with Duke administration to address outstanding concerns. While we’ve secured these critical wins, our work is not done. According to the SMIP (1) the annual limit on physical therapy visits has been reduced from 50 to 30, (2) continuity of care with current providers is not guaranteed, and (3) new annual visit limits have been introduced for preventive and specialty care – including physical exams, OB-GYN visits, and substance abuse counseling. Visit this link to take action in pressuring Duke to meet our remaining demands. This article was first published by Duke Graduate Student Union.

Dr. Susan Crate, Dale Evarts, Keval Kaur Khalsa, Gary Phillips, Amanda Robertson, Jim Warren conducted peaceful civil disobedience by blocking the main entry to the Governor’s Mansion in Raleigh on May 6 for 4 hours. State Capitol Police chose not to arrest them. Despite global heating and human suffering both accelerating toward a point of no return, one of the world’s worst climate polluters is massively expanding the use of fossil fuels while suppressing a transition to clean power. On May 6, prominent climate experts, storm survivors and elected officials demanded that Gov. Stein stop what they call Duke Energy’s “crimes against humanity” instead of acting as the corporation’s accomplice. The community leaders say they feel morally compelled to peacefully risk being arrested in order to challenge the greater crimes committed by decision-makers at the Charlotte-based polluter. They say the state’s top elected official must finally begin telling North Carolinians the truth about Duke Energy’s role in driving the global climate crisis – and use his powerful voice and authority to change the polluter’s climate- and rate-wrecking expansion. Jim Warren, executive director of NC WARN, said, “Duke Energy executives are committing crimes against humanity, and Gov. Stein needs to finally stop them. He is complicit in their crimes by echoing Duke’s 50-year pattern of corporate deception by claiming this state is a clean energy leader and supporting Duke’s totally meaningless goal of being “carbon neutral” by 2050 while ignoring its planned 12,000 megawatt fossil fuel expansion.” Despite the science showing worldwide temperatures surging past limits deemed crucial by climate scientists, Duke Energy plans the largest US buildout of power generation from both fracked gas and experimental nuclear plants while blunting the growth of clean, affordable solar and wind power. The protesters cite their moral duty to act in support of communities, workers, farmers and others being hurt first and worst by weather extremes and soaring power bills. Those people are now facing another potentially horrific storm and heatwave season – on top of record-breaking drought and an ongoing increase in wildfires. Over 60 scientists have openly pressed Stein to help stop Duke’s climate-wrecking trajectory. But the Governor has so far ignored their warning that, “It’s really an emergency … to use all the levers we can to push Duke Energy away from this fossil fuel path,” as emphasized by globally prominent Duke University climatologist Drew Shindell in recent video ads. Dozens of state and local elected officials have joined the call, as have over 300 businesses and nonprofit organizations. Bobby Jones, a statewide environmental justice leader from Goldsboro, said “The stressors of living in what has become Hurricane Alley haunt us. There is no way for us to escape its climate disasters and harm. As a key cause of the global climate crisis, Duke Energy keeps raising our rates to build dirty and dangerous power plants, thus forcing us to pay for our own demise. We need Governor Stein to stand in the gap on our behalf; stop Duke Energy’s crimes against humanity and against the good people of North Carolina.” Since the 1990s, eastern North Carolina has been devastated by multiple hurricanes, other torrential rains and, increasingly, heat waves and droughts that harm farmers, residents, outdoor workers, forests and wildlife. Recent storms have similarly devastated western and central parts of the state. Despite the recurring disasters, North Carolina seems dominated by a “business as usual” mindset based on unfettered growth. As NC WARN told the Governor recently, “The climate science community continues releasing extremely troubling news about the global failure to avoid accelerated warming as humanity approaches a point of no return – even as a soaring number of people and wildlife are already being devastated.” Warren added, “For decades Duke Energy has owned our state’s governors, legislators and regulators. As global heating grows increasingly desperate, Governor Stein must break free and act on behalf of North Carolinians – particularly those already suffering – as scientists demand sweeping changes by 2030.” As the 61 scientists told Stein last year: “We implore you to lead in the transition away from fossil fuels and to the renewable, resilient, equitable, affordable, and sustainable energy future that humanity desperately needs.” STATEMENTS Dr. Susan Crate, Professor Emeritus of Anthropology, Dept of Environmental Science & Policy, George Mason University “I am here today because of the urgency of us doing everything we can to reverse climate change. … We are calling on Governor Stein to stop being Duke Energy’s accomplice and to call them out and demand what all North Carolinians deserve! Rapid development of renewables and the phasing out of dirty fuels!” Gary Phillips, businessman, pastor and the former Chair of the Chatham County Board of Commissioners “I’m taking the extraordinary step today of facing arrest if necessary because my faith demands that I not allow a wrong to go unanswered. Duke Energy’s actions in North Carolina, its continual assault against nature and the people of North Carolina, its perfidious pursuit after power and profit, have called us here as witnesses to form a stumbling block against their continual actions against our lands, our people and our natural progress.” Dale Evarts, former head of the Climate and International Group at the US Environmental Protection Agency “Our climate is no longer stable. … It is beyond anything we’ve seen in our lifetimes. Each year new records are set for temperatures and the costs of climate-related damage. Other countries I’ve worked with don’t doubt climate science. They know that fossil fuels are causing enormous damage and are turning to renewable energy to save money, avoid costly wars, and stabilize our planet’s climate at the same time. But here in the U.S. and in North Carolina, Duke Energy is blocking the changes needed to ensure a future climate that will keep our families and kids safe for generations to come. This is immoral and it is a crime. So I am calling on Governor Stein to stop Duke’s massive fossil fuel expansion and to lead our state towards clean, safe, reliable, affordable, renewable energy.” Keval Kaur Khalsa, retired Duke University professor and longtime yoga instructor “Duke Energy and Governor Stein claim that North Carolina is a “clean energy leader.” In fact, Duke Energy has been running their greenwashing and climate deception campaign for 50 years. This is madness, and I’m here calling on Gov. Stein to stop the madness now. … We are in a climate emergency, and when faced with an emergency, we need action now. Gov. Stein – we need you to stand up to Duke Energy, to stand up for us – to take action now.” Amanda Robertson, business owner and Chair of Chatham County Commission, but speaking as a private citizen “Free sun energy solutions have been available to Duke Energy for decades and they outright refuse to invest in them. They instead produce snazzy commercials and marketing campaigns to gaslight all of us, trying to convince everyone they are pursuing clean, green, energy, while they instead continue to ramp up gas and coal. Our government still does nothing to hold Duke Energy accountable. … I call on Governor Stein to act. To move against the corrupt, dirty agenda that Duke Energy has us all saddled with and use your executive authority as Governor of North Carolina to force Duke Energy to change course today!” Jim Warren, Executive Director of NC WARN “It’s like science fiction: Instead of the actual ‘clean energy transition’ it has touted for years, Duke Energy leads the US in expanding fossil fuels. … We must stop this runaway train before the world’s corporate psychopaths wipe out life on Earth, and our Governor must take the lead.” An additional statement was made by Sara Heilman, Energy Policy Coordinator at NC WARN “We have a unique opportunity here in our state, where Duke Energy is headquartered, to change the course of one the largest and most insidious polluting entities in the world. Changing Duke Energy could mean a major difference in the future that young people are facing. Will our Governor continue to protect this massive corporate polluter, or will he be brave, and stand up for that future?” This article was first published by NC WARN.

Image credit: AFSCME On June 11, AFSCME Local 77 members gathered outside Duke Hospital to demand a $20 minimum wage that Duke announced would take effect in July 2026. The union says Duke is pressuring workers to give up other contractual benefits in exchange for the promised raise. Local 77 has the largest share of sub-$20 earners among unions representing Duke workers, and its membership is primarily Black and brown workers. Among the concessions Duke is seeking is a policy change that would count weather-related absences against workers. Workers say this provision would put parents in an impossible position when schools close and they need to stay home with their children. Management is also pushing changes to internal transfer policies that workers say would make it harder to apply for other positions within the university and hospital system. Additionally, Duke is seeking a stricter policy around MLK Day, citing a coding issue. The union describes flexibility around the holiday as a long-established practice. Local 77 represents 1,100 housekeepers and food service workers at Duke University and Hospital. The union is descended from the Duke Employees Benevolent Society, founded in 1965 by Black labor organizer Oliver Harvey [1]. Duke’s $20 minimum wage promise was part of a package of concessions to the Durham Rising coalition. The campaign’s “Dignified Work” plank called for a $25 minimum wage for Duke workers, along with improved conditions and rights [2]. Image credit: Durham Rising In April 2025, Local 77 staged protests outside Cameron Stadium and Duke Facilities Management over alleged contract violations [3]. The workers secured a new contract with significant gains in July 2025. The agreement included a $500 ratification bonus, paid parental leave, expanded job tiers, wage scale expansion, union access to employee orientation, and new overtime opportunities. The contract was ratified by almost 95% of voters among the local membership [4]. Duke's graduate workers have also made important strides in recent years. The Duke Graduate Students Union (DGSU) won its NLRB election in August 2023, becoming the first graduate worker union at a private university in the South. The graduate workers secured their first contract in July 2025. Labor unions representing different segments of the Duke workforce include AFSCME Local 77, DGSU, ATU Local 1328 (bus and van drivers), and the Duke Faculty Union. The Union of Southern Service Workers (USSW) has also played a role in organizing Duke workers [5]. Duke University's endowment stands at $12.3 billion, a figure worth noting as the institution twists the arms of housekeepers and food service workers earning less than a living wage. Work Cited Shupeck, Lekha. "Durham Rising Confronts Duke's Troubled Labor History." Facing South, 24 Sept. 2025, www.facingsouth.org/2025/09/durham-rising-confronts-dukes-troubled-labor-history. Durham Rising. "Duke: Stand Up to the Attacks from Trump and Washington and Invest in the Community That Always Shows Up for YOU." Action Network, actionnetwork.org/petitions/durhamrisingpetition. Accessed 15 June 2026. Durham Dispatch. "New Coalition Called 'Durham Rising' Holds Town Hall, Makes Broad Demands of Duke University." Durham Dispatch, 16 May 2025, www.durhamdispatch.com/post/new-coalition-durham-rising-holds-town-hall-makes-broad-demands-of-duke-university. Asefaw, Selina. "Duke University Workers Hold the Line and Win." AFSCME, 6 Aug. 2025, www.afscme.org/blog/duke-university-workers-hold-the-line-and-win. "Chronquiry: How Are Labor Movements Faring in the Least Unionized State?" The Duke Chronicle, 17 July 2025, www.dukechronicle.com/article/duke-university-unions-in-north-carolina-labor-movements-lowest-membership-amazon-garner-durham-educators-20250717.

Last night, the Durham County Commissioners voted on their budget for next year. While the county and DPS found an additional $5.3 million for classified pay raises in response to worker pressure, we are disappointed with the lack of commitment to fully fund a 12% raise this year. The county chose to raise taxes in order to buy new sheriff vehicles instead of bringing all DPS workers up to a minimum of $19.22 per hour – the minimum wage for all other Durham County workers and the County Manager's published living wage from three years ago. The Durham County Manager's original budget proposal only funded the state-mandated 3% raises for classified staff. But DPS classified workers continued to fight over the past month by sharing their stories through our Living Wage Town Hall, public comments at the Budget Hearing, and meetings with Commissioners. They shared that DPS workers are facing bankruptcy, having to decide which bills to prioritize each month, and skipping necessary medical care because it's too expensive. Due to this organizing, the county committed an additional $2.65 million to be matched by DPS, totaling $5.3 million more for classified pay raises. The county stated that this would bring the DPS minimum wage up to $18.22 per hour – about a 6% average raise for classified workers. We applaud the efforts of all DAE members, leaders, and allies who fought tirelessly for ourselves and our students, but the fight isn't over. DPS recently revealed that they have been paying some staff only $16.65 per hour, lower than their reported minimum wage of $17.15 per hour. DPS must use the county funding voted on last night to give the highest possible raises to the classified workers that drive our buses, clean our schools, feed our kids, and keep them safe – not the highest paid central office administrators who already make four times as much as a starting classified worker. We will continue to advocate this summer to ensure that this happens. This article was first published by the Durham Association of Educators.

We at RDU1 are grieving the recent loss of two of our co-workers. One collapsed on the 4th floor on March 1, 2026. The managers on duty did not call 911 and it took the Wellness staff more than thirty minutes to arrive. Managers told workers who were trying to help to go back to work. Our co-worker was sent home and died the next day. Warehouse leadership never communicated anything about the death to the rest of the almost 5,000 of us who work at RDU1. Another of our co-workers died on July 22, 2025. He passed away in the warehouse. Nothing was communicated to us about this death either. Both men were well-liked and long-time employees with friends among us. We were not even notified by Amazon about how to attend their memorial services. Another of our fellow Amazon workers died this year in a Portland warehouse. Workers were told "not to look" and to "get back to work," just as we were at RDU1. RDU1 leadership: Kristen Tettmer (Site Lead), Deborah (Ops Manager), Mike, (Area Manager), Amber Daniels (HR Lead), and Delmar (Ops Manager). We have information that each of you knew the circumstances of these deaths, either present at the March 1 collapse of our co-worker or involvement in managing the aftermath of his death and failing to provide an account of what happened. We respect the sensitivity of these tragedies and the pain of the families who have lost loved ones. That's why we are not publishing the names or identifying details of our fallen co-workers. But the issue of emergency response affects all co-workers. We deserve to know what happened (without the names being published); how Amazon responded; and what you plan to do to protect worker safety in the future. We need answers. Now. Why did it take Wellness more than half an hour to help our co-worker when he collapsed on the 4th floor on March 1, 2026? Why didn't managers call 911? Why was our co-worker sent home from Wellness to die the next day? How long did it take Wellness to arrive when another co-worker collapsed and died on the floor on July 22, 2025? This article was first published by CAUSE.

Dear Mayor Williams, City Council members and Manager Ferguson, We remain committed to working collaboratively with you to continue our shared progress in recruiting and retaining the experienced workers who keep the City of Durham running. Over the past several years, we have seen meaningful movement toward improving wages and protecting employee benefits. However, we continue to have significant concerns about equity and fairness-specifically regarding which groups of employees are receiving the largest share of wage-improvement investments. It has not been General Step Plan employees, despite the fact that these workers deliver our core services and maintain the City's infrastructure. With the rapidly rising cost of housing and healthcare, keeping pace with the Universal Living Wage Ordinance must be a major priority this year—particularly if we are to address wage compression as well. This is a challenge we are committed to solving together. We look forward to meeting with you and discussing the enclosed proposals in greater detail. Yours for quality jobs and quality services, Willie Brown, President, Durham City Workers Union, UE Local 150 FY 26-27 Budget Proposals Raise the minimum wage for all city workers to $26.09 per hour. Maintain alignment with the Durham Livable Wage Ordinance. End wage compression. Long-term employees should not be earning the same as new hires. Everyone should receive the same increase this year to restore fairness. Fair step increases. Step raises should provide equal dollar amounts for every worker. Percentage-based systems only widen inequality. Eliminate the unfair merit pay system. The current approach funnels bonus money to supervisors and leaves others behind. A simple "pass or fail" system, like Charlotte uses, restores fairness. Commercial Driver's License (CDL) differential pay. Workers with special credentials, advanced licenses, or CDL qualifications should be compensated accordingly. Protect our healthcare. Workers should not face premium hikes or increased out-of-pocket costs. Raise minimum wage to $26.09 per hour based on the City of Durham's Livable Wage Ordinance The Durham Minimum Livable Wage (DMLW) is calculated based on the average of the last four full years of the U.S. Department of Housing and Urban Development's (HUD) Fair Market Rent (FMR) data for a one-bedroom unit. The living wage calculation determines the hourly wage needed to afford housing and other basic expenses without spending more than 30% of income on housing. Year HUD FMR 2025 $1,637.00 2024 $1,466.00 2023 $1,250.00 2022 $1,073.00 Formula: (1,637 + 1,466 + 1,250 + 1,073) / 4 / 0.3)) 12 / 2080 = $26.09 Livable Wage History Current FY2025 FY2024 $21.90 $19.58 $18.46 End wage compression for Durham city workers FY2026 General Employee Step Pay Plan Grade 1 2 3 4 5 6 7 8 9 10 11 12 A12 $19.86 $20.86 $21.90 $23.00 $24.15 $25.35 $26.62 $27.95 $29.35 $30.82 $31.89 $33.49 A13 $21.14 $22.20 $23.30 $24.47 $25.70 $26.98 $28.32 $29.75 $31.23 $32.79 $33.94 $35.63 B21 $22.48 $23.61 $24.79 $26.03 $27.33 $28.70 $30.13 $31.64 $33.22 $34.89 $36.10 $37.91 B22 $23.91 $25.11 $26.37 $27.69 $29.08 $30.53 $32.05 $33.65 $35.34 $37.10 $38.40 $40.32 B23 $25.43 $26.71 $28.04 $29.45 $30.92 $32.46 $34.09 $35.79 $37.58 $39.46 $40.84 $42.88 B24 $27.51 $28.88 $30.33 $31.85 $33.44 $35.11 $36.87 $38.71 $40.65 $42.68 $44.17 $46.38 B25 $30.40 $31.93 $33.52 $35.19 $36.96 $38.80 $40.74 $42.78 $44.92 $47.16 $48.82 $51.26 In FY2026, 28 employees in pay grade A12 (Step 1-2) and A13 (Step 1) were on steps that were compressed (gray). In FY2027, this number is going to be much higher (green), pending no market adjustment. There are problems with compression. For instance, a senior heavy equipment operator (Maintenance Specialist Sr, B23) who is very skilled and trained on many pieces of equipment and holds CDL and other endorsements, would earn the same wage as a new laborer (A12) with no training or experience. Similarly, a new employee hired as a laborer (A12) would be making the same amount of money as an employee with 7 or more years of service. This often results in workers training workers who earn the same or even more than they do, causing great tension in the job. More senior workers and those with more experience resent this situation. Fair step pay increases Percentage-based raises are inequitable. We understand that different jobs require different levels of training and experience, and should be paid different amounts. However, awarding workers that are already higher wage earners a large dollar amount each year, masked as the same percentage, is not equitable. For instance, when a worker earning a salary of $100,000 receives a 5% increase, they will witness a raise of $5,000. Compared to a worker making $44,000 per year who will only see an additional $2,200 increase in salary. The other problem with this scenario is that the city also disproportionately spends money on the raises for higher earners compared to lower wage earners. Claiming that workers get the same percentage masks the truth that the actual dollar amount received is not equitable. This further creates divisions between pay of the city's low wage earners compared to the high wage earners. The other problem with this scenario is that the city also disproportionately spends money on the raises for higher earners, compared to lower wage earners. Ex. 1: Sanitation laborer Ex. 2: Professional worker Current salary $44,000 $100,000 5% raise $2,200 $5,000 Solution: Annual step increases for everyone based on median pay for the entire city. This option would provide the most pay equity and distribute pay raises more evenly across all pay bands. This would not necessarily cost the city, as a whole, a lot more money, but it would provide the most equitable raises possible under the current pay system. You would do this by identifying the median pay for all city employees and using that number to calculate the 5% step raise. If we recognize that our city's lowest-wage earners bear the greatest burden from rising housing, food, and childcare costs, then our pay system should reflect those values. Eliminate unfair merit system The current approach funnels bonus money to supervisors and leaves others behind. The current system relies on supervisors to heavily document each employee's work performance to justify a merit bonus. The net effect, is that managers and directors, who do not work on a daily basis directly with most workers, only award bonuses to supervisors who they have more direct contact. CDL differential pay Workers with special credentials, advanced licenses, or CDL qualifications should be compensated accordingly. Labor studies suggest that compensation practices involving differential pay are key strategies for the recruitment and retention of employees with commercial driver's licenses (CDLs), particularly in public sector and transit. The City of Charlotte has offered a 2.5% CDL premium to employees whose job classifications require the license since July 2022. Protect our healthcare Workers should not face premium hikes or increased out-of-pocket costs. We understand that the cost of healthcare in North Carolina is rapidly rising. The recent negotiations between Duke and Aetna illustrate the increased drive for corporate profits. We implore the city to maintain its commitment to city employees by maintaining the current low premiums, co-pays and deductibles, so as not to further erode workers' income. This article was first published by UE Local 150.

Fifteen servers at the Searstone Retirement Community in Cary have been on strike since the beginning of April 2026 and picketed outside their workplace on May 12. They walked off the job due to grievances that include low wages, a cruel supervisor, and management’s failure to protect staff from sexual harassment. At the strike’s outset, the workers made four demands: $25 per hour wage for dining department staff Permanent removal of a manager named Aris Re-hire offers to wrongfully terminated workers or those forced to resign An apology from management to residents for the dysfunction in the dining department Management tried to divide the workers by asking them to meet one-by-one during the first three weeks of the strike. The servers refused, maintaining themselves as a unit. On April 22, supervisors agreed to meet with the workers as a group. In a partial concession, they told the servers that Aris would no longer work in their facility. The workers asked whether he had been fired or transferred to another retirement home. Management has not yet answered. After more than a month on strike, the servers and community supporters picketed their workplace on May 12. An Instagram post promoting the picket suggested that workers were especially focused on the $25 per hour demand [1]. A word-of-mouth network centered around UE 150 and the Union of Southern Service Workers has helped bring attention to the strike. A strike fund sponsored by NC Mutual Aid has raised more than $2,100 from 31 donors [2]. In addition to requesting donations, servers have asked community supporters to reach out to Searstone management to encourage them to meet the workers demands, with directions available on the Chuffed strike fund page. The main trigger of strike appears to have been the conduct of Aris, a manager in the dining department. Workers say he was incompetent and abusive, habitually screaming at workers up close to intimidate them. The mistreatment fell disproportionately on female servers and women of color. When workers tried to report him, they were reprimanded or fired. No action was taken to remove Aris until workers made it a strike demand. Low wages at Searstone are another grievance. Workers say none of them earn a livable wage, with many holding two jobs to support their families. Some have worked at the retirement community for years and seen their hourly pay rise by less than fifty cents. One worker was reprimanded after a second job conflicted with a mandatory meeting that had not appeared on her schedule. Workers also say that colleagues with a family connection to a resident are paid more than their peers. The servers also describe management’s failure to protect dining staff from sexual harassment. Workers are subjected to inappropriate comments and unwanted touching by residents. When one underage server documented in writing that she had been groped by a specific resident, management said female servers would no longer be assigned to serve him. That policy was not enforced. The hostile work environment created by Aris and other factors also led to an overwork problem. As workers left through resignation or termination, the dining department became chronically understaffed. Management pushed the work onto the remaining servers rather than hiring replacements. Aris would tell the team that full staffing was unnecessary while also demanding that workers provide service at the level of a fine dining restaurant. Servers never received that type of training, and their pay doesn’t meet fine dining standards. Information on the Searstone strike is limited, but it appears that workers are still on strike, pressing their demands. At the time of this publishing, the strike fund remains active and no resolution has been publicly announced. Work Cited Linteau, Nicole Nadal (@nicolenadal.exe), et al. "We need your help and support! Join us on the picket line!..." Instagram, 10 May 2026, www.instagram.com/p/DYKnJxlFgvk/. "Strike Fund (Ongoing Strike at Searstone)." Chuffed, NC Mutual Aid, Accessed on 21 May 2026, chuffed.org/project/177777-strike-fund-ongoing-strike-at-Searstone.

Neuse Riverkeeper Samantha Krop speaks to the Durham City Council about the impacts of data centers. On Monday, Durham City Council voted to put a halt on data center development in the city. Neuse Riverkeeper Samantha Krop was one of many people who spoke in support of a moratorium at the City’s Monday night meeting. “Over 40 people spoke, and those speakers were representing neighbors, educators, environmentalists, healthcare workers and even those employed by Big Tech, and not one of those folks spoke in favor of data centers or opposed a moratorium,” Samantha said. Though the approved moratorium only covers 60 days, a longer one is in the works. “Initially the intent was for the Durham Council to decide on a 24-month moratorium — the longest yet in North Carolina — and this was an effort brought forth by a number of community organizations that formed a coalition: Community Land and Power, Clean Water NC, Neustro Barrio, Sound Rivers and many others,” Samantha said. “The moratorium was brought by those folks and introduced by Councilman Nate Baker, but at the last moment, on the day of the hearing, it was changed to a 60-day moratorium because the planning staff realized Durham’s unified development ordinance has a limit of 12 months on moratoriums.” The City’s plan is to align with a 12-month moratorium that Durham County is currently considering. “In the meantime, this 60-day moratorium is looking to buy some time so there’s no gap in coverage,” Samantha said. While the majority of Durham’s City Council is pro-development, that doesn’t seem to extend to data centers. “There seems to be a major difference in how they view data centers because the moratorium was unanimously approved, and the entire council seem to strongly opposed to data centers,” she said. “They brought up concerns about water quality, water quantity, noise, air pollution, increasing rate-payer costs and poor use of land. Even the pro-development council members objected to land being used for data centers that could be used for housing.” Samantha said the 60-day moratorium is just a starting point. “The real questions is how long the next moratorium will be and what will be accomplished while the moratorium is in place,” she said. “The City needs to use that time to get some answers about water usage, about what’s in the discharge, put permitting processes and enforcement mechanisms in place and pass protections for sensitive water resources — pass strong protections so those can’t be impacted.” Samantha said there will be a future public comment period with the longer moratorium. “We need to make sure that Durham planning staff answer the questions, put in place the regulations and put in place the protections,” she said. Listen to Sam’s comments at the public hearing below. Like the work your Riverkeeper is doing to advocate for your waterways? We do, too! Donate today to support her work! This article was first published by Sound Rivers. Riverkeepers, Attorney Talk Land-Use Policy Neuse Riverkeeper Samantha Krop joined Haw Riverkeeper Emily Sutton and Southern Coalition for Social Justice Attorney James Huey to host a discussion about how to protect waterways from a policy standpoint this week. Moderated by North Carolina Conservation Network’s Affiliate Capacity Manager Kate Fulbright, “Designing Communities that Protect Our Waters,” the panel discussion was held at the SCSJ offices in Durham and drew a crowd of stakeholders in area waterways. “This was the first event of its kind, that we’ve done, where we’ve talked specifically about regulatory policy and land-use planning policy and what specifically needs to be done to protect waterways in the context of state preemption and other challenges,” Samantha said. The panelists each gave a short presentation on their work: Emily Sutton on stormwater planning and its opportunities in the Haw; Samantha on sediment pollution and strategies to prevent it; and James Huey on the basics of how Unified Development Ordinances and conditional rezonings work. (Left to right) North Carolina Conservation Network’s Affiliate Capacity Manager Kate Fulbright, Haw Riverkeeper Emily Sutton, Neuse Riverkeeper Samantha Krop and Southern Coalition for Social Justice Attorney James Huey talked policy and strategy at “Designing Communities that Protect Our Waters." Neuse Riverkeeper Samantha Krop’s presentation focused on sediment pollution. “We shared about how land use practices impact our resiliency, we talked about impacts in the context of climate resiliency, drought and flooding, land-use changes and how they impact water quality,” Samantha said. Afterward, the three were asked a series of questions allowing a deeper dive into these issues, then the floor was opened for a 20-minute Q&A. “There were a lot of great questions,” Samantha said. “People in the room really knew what they were talking about. There was a lot of energy, and it was clear a lot of people care deeply. Many of them were longtime residents who’ve seen in the changes in Durham over the last 30 years, and they are just heartbroken by what they’re seeing.” The panel discussion was a precursor to the Unified Development Ordinance Gold Standard which Waterkeepers Carolina, the consortium of Riverkeeper organizations across the state, and SCSJ will launch this year. Samantha said they’ll be planning similar events in the future. Kate Fulbright, Emily Sutton, Samantha Krop and James Huey post-panel discussion. “It was a good event, and it was a very good conversation,” she said. “We need to do more of those.” Like the work your Riverkeeper is doing to ensure communities know how to protect their waterways through policy? We do! Donate today to support her work! This article was first published by Sound Rivers.

¡La Organización Funciona! ¡Duke, Paga Lo Que Te Corresponde! (Español Abajo) In this piece, UFE’s Victor Urquiza tells the story of the powerful grassroots organizing that built the broad Durham Rising coalition and secured notable wage gains for Duke workers. UFE is proud to have brought our toolkit of economic justice movement supports to this ongoing fight for a better Durham for all. Protest at Duke Founders Day / Protesta en el Día de los Fundadores de Duke (Picture credit / Crédito de la imagen: Durham Rising) On March 4, 2026, Duke University announced that it will raise its minimum wage to $20 per hour for both the University and the Hospital, making it among the highest minimum wages offered by regional universities and health systems in North Carolina. In its statement, the University said, “This investment is about more than compensation—it’s about recognizing what our team members bring to our patients, their families, and each other every day.” What Duke University failed to mention in its statement was the months of tireless organizing by teachers, students, unions, and the Durham community demanding that Duke pay its fair share! The Spark Before I started working at United for a Fair Economy in January 2024, I was involved in a historic “stand down” led by the Durham Public Sector Workers Union UE150, a longtime economic justice partner of UFE in NC. In September 2023, sanitation workers in Durham, NC held a six-day strike, or “stand down,” protesting low wages and the high cost of living, and demanding $5,000 bonuses. While this militant action did result in major material improvements for the workers, including bonuses, many of their demands were not fully met. Sanitation workers speak out during their Stand Down (Photo credit: PSL Triangle) One of the main reasons the city gave for why it could not fully meet the workers’ demands was that there simply was not enough money, and that the only way to generate more would be by increasing taxes on the Durham community. This is a typical excuse given by local governments to justify a lack of funding for public workers. If the city was unwilling to pay, where else could these funds be found? For many longtime organizers in Durham, the solution was pretty simple: Who owns 11% of the land in Durham, has a $12.3 billion endowment, is the second-largest employer in North Carolina, and doesn’t pay its fair share of property taxes because of its nonprofit status? Duke University and its health care system. David vs. Goliath Almost 100 members of the Durham community joined to kick off the campaign (Photo credit: Duke Respect Durham Coalition) The Duke Respect Durham campaign, which later developed into Durham Rising, launched on September 14, 2024. This campaign sought to make Duke University pay its fair share in taxes. Without its nonprofit tax-exempt status, Duke University would owe at least $50 million annually in property taxes. Yet in 2023, Duke University and Duke Healthcare System paid only an estimated $1.3 million in property taxes. Meanwhile, working-class Durham residents, including Durham’s sanitation workers and Duke’s own workers, struggle to make ends meet, to pay for housing, and afford the basics. UFE played a key role in the development of the Duke Respect Durham campaign. We brought in coalition partners, especially people from immigrant, BIPOC, and low-wage worker groups, supporting members to establish and cultivate working relationships across differences that are key to our movement but were not in place previously. At meetings, we pushed for inclusive practices that could allow all voices, especially frequently marginalized ones, to be heard and have influence. We helped create media and visuals and to develop the narrative work to tell the story of this campaign in a moving and accessible way. We spread the word though outreach and community gatherings. And we supported meetings, events, and actions to provide childcare, food, and interpretation to increase participation of women and others with caregiving responsibilities, low-wage workers with many demands on their time, and immigrants. UFE’s approach to popular education and economic justice helped expand the scope of this campaign beyond a local struggle by providing a framework of an unfair systemic tax system that hoards wealth for the rich. The ongoing campaign to push Duke to pay its fair share in Durham speaks to the frustration many workers are feeling: the injustice within the city’s property tax system is blatant. There needs to be serious change now. Ultimately, this campaign developed beyond a fight for fair taxation into a broader class struggle between a massive institution and grassroots worker organizing. On May 8, 2025, the campaign expanded into Durham Rising, which put forward a set of demands. Durham Rising's Demands Dignified Work: Duke must pay $25 per hour, implement fair labor standards and benefits, and respect workers’ right to unionize. Duke must also hold contractors to the same standards. The Public Schools Our Students Deserve: Duke must contribute a PILOT (payment in lieu of taxes) to support public schools and educator salaries. Affordable Housing: Duke must build adequate affordable housing for students and graduate workers and contribute a PILOT to address the housing crisis. Public Infrastructure: Duke must contribute a PILOT to support Durham’s city services and the wages of city and county workers. Respect, Safety, and Protection: Duke must protect students, faculty, workers, programs, and services amid federal funding cuts, threats to freedom of speech, and deportation threats from ICE under the Trump administration. Launch of the Durham Rising Campaign (Photo credit: Durham Rising) Long Term Strategy to Win When this campaign launched, organizers understood that this would be a long fight. Duke has millions of dollars to fund its own campaigns to protect its reputation. It also has strong political and economic connections to powerful individuals in Durham and beyond. Its Board of Trustees is made up of millionaires and billionaires, including Apple CEO Tim Cook. However, what we had was the power of the masses on our side. With a petition that received over 10,000 signatures, the people of Durham made it clear that there is more than enough money to fund teachers, city workers, and housing. The question became: what kind of movement will it take to force Duke to meet these demands? Durham Rising is led by the Union of Southern Service Workers, UE 150, the Durham Association of Educators, Siembra NC, and Durham for All—organizations that represent a wide range of working-class communities and struggles. Mass protests, student walkouts, door knocking, a strong media campaign, candidate forums, press conferences, and more have all been used to wage this fight for better wages, economic justice, immigrant protections, and a better Durham for all. While the fight is far from over, it is clear that this Goliath — Duke University — is feeling the pressure. Duke did not raise wages out of the goodness of its heart, as it may claim, but because masses of workers spoke out. This victory belongs to the educators, students, service workers, and care providers who organized and demanded more. Durham Rising makes clear that the demand remains at least $25 per hour. Duke has more than enough resources to invest in its workforce and set a real standard for employers across the Triangle and universities nationwide. Through workshops, trainings, and building the mass movement, UFE is committed to supporting the movement for economic justice. In a state with one of the lowest unionization rates in the country — controlled by right-wing forces, shaped by “right-to-work” laws, and still grappling with the legacy of Jim Crow — these victories breathe new life into our movement. They demonstrate the power of working-class people and show that when we fight, we win. This article was first published by United for a Fair Economy. ¡La Organización Funciona! ¡Duke, Paga Lo Que Te Corresponde! En este artículo, Victor Urquiza, de UFE, relata la historia de la poderosa organización de base que forjó la amplia coalición Durham Rising y logró notables mejoras salariales para los trabajadores de Duke. UFE se enorgullece de haber aportado su conjunto de herramientas de apoyo a los movimientos por la justicia económica a esta lucha continua por un Durham mejor para todos. Protesta en el Día de los Fundadores de Duke (Crédito de la imagen: Durham Rising) El 4 de marzo de 2026, la Universidad de Duke anunció que aumentará su salario mínimo a $20 por hora tanto para la Universidad como para el Hospital, convirtiéndolo en uno de los salarios mínimos más altos ofrecidos por universidades y sistemas de salud en Carolina del Norte. En su comunicado, la Universidad dijo: “Esta inversión es más que compensación—se trata de reconocer lo que los miembros de nuestro equipo aportan a nuestros pacientes, sus familias y entre ellos todos los días.” Lo que la Universidad de Duke no mencionó en su comunicado fueron los meses de organización incansable por parte de docentes, estudiantes, sindicatos y la comunidad de Durham exigiendo que Duke pague lo que le corresponde. La Chispa Antes de comenzar a trabajar en United for a Fair Economy en enero de 2024, participé en un histórico “stand down” liderado por el Sindicato de Trabajadores del Sector Público de Durham UE150, un socio de en la lucha por la justicia económica con UFE en Carolina del Norte. En septiembre de 2023, los trabajadores de saneamiento en Durham, NC, realizaron una huelga de seis días, o “stand down”, en protesta por los bajos salarios y el alto costo de vida, exigiendo bonos de $5,000. Esta acción militante logró importantes mejoras materiales para los trabajadores, incluyendo bonos, pero muchas de sus demandas no se cumplieron completamente. Los trabajadores de saneamiento se pronuncian durante su “stand down”. (Crédito de la foto: PSL Triangle) Una de las principales razones que dio la ciudad para no poder cumplir totalmente con las demandas fue que simplemente no había suficiente dinero, y que la única forma de generar más sería aumentando los impuestos a la comunidad de Durham. Este es un pretexto típico que los gobiernos locales utilizan para justificar la falta de fondos para los trabajadores públicos. Si la ciudad no estaba dispuesta a pagar, ¿de dónde podrían salir esos fondos? Para muchos organizadores de Durham, la solución era bastante simple. ¿Quién posee el 11% de la tierra en Durham, tiene una dotación de $12.3 mil millones, es el segundo empleador más grande de Carolina del Norte y no paga lo que le corresponde en impuestos sobre la propiedad debido a su estatus de organización sin fines de lucro? La Universidad de Duke y su sistema de salud. David Contra Goliat Casi 100 miembros de la comunidad de Durham se unieron para lanzar la campaña (Crédito de la foto: Duke Respect Durham Coalition) La campaña Duke Respect Durham, que más tarde evolucionó a Durham Rising, se lanzó el 14 de septiembre de 2024. Esta campaña buscaba obligar a la Universidad de Duke a pagar lo que le corresponde en impuestos. Sin su estatus de exención fiscal como organización sin fines de lucro, la Universidad de Duke debería al menos $50 millones anuales en impuestos sobre la propiedad. Sin embargo, en 2023, la Universidad de Duke y su sistema de salud pagaron solo un estimado de $1.3 millones en impuestos sobre la propiedad. Mientras tanto, los residentes de clase trabajadora de Durham, incluidos los trabajadores de saneamiento y los propios trabajadores de Duke, luchan para llegar a fin de mes, pagar la vivienda y cubrir lo básico. UFE desempeñó fue fundamental en el desarrollo de la campaña Duke Respect Durham. Incorporamos socios de coalición, especialmente personas de comunidades inmigrantes, BIPOC y trabajadores de bajos salarios, apoyando a los miembros para establecer y fortalecer relaciones de trabajo entre diferentes sectores—algo fundamental para nuestro movimiento pero que antes no existía plenamente. En las reuniones, impulsamos prácticas inclusivas que permitieran que todas las voces, especialmente las más marginadas, fueran escuchadas e influyeran. Ayudamos a crear materiales mediáticos y visuales, así como a desarrollar la narrativa para contar la historia de esta campaña de manera conmovedora y accesible. Difundimos el mensaje mediante trabajo comunitario y reuniones, y apoyamos la organización de encuentros, eventos y acciones proporcionando cuidado infantil, comida e interpretación para aumentar la participación de mujeres, personas con responsabilidades de cuidado, trabajadores de bajos salarios con poco tiempo disponible, e inmigrantes. El enfoque de UFE en la educación popular y la justicia económica ayudó a ampliar el alcance de esta campaña más allá de una lucha local, proporcionando un marco que evidencia un sistema fiscal injusto que concentra la riqueza en manos de los ricos. La campaña en curso para presionar a Duke a pagar lo que le corresponde refleja la frustración de muchos trabajadores: la injusticia en el sistema de impuestos sobre la propiedad de la ciudad es evidente. Se necesita un cambio profundo ahora. Esta campaña evolucionó más allá de una lucha por impuestos justos hacia una lucha de clases más amplia entre una gran institución y la organización de base de los trabajadores. El 8 de mayo de 2025, la campaña se expandió a Durham Rising, que presentó las siguientes demandas: Las Demandas de Durham Rising Trabajo digno: Duke debe pagar $25 por hora, implementar estándares laborales y beneficios justos, y respetar el derecho de los trabajadores a sindicalizarse. También debe exigir estos estándares a sus contratistas. Las escuelas públicas que nuestros estudiantes merecen: Duke debe contribuir con un PILOT (pago en lugar de impuestos) para apoyar las escuelas públicas y los salarios de los educadores. Vivienda asequible: Duke debe construir suficiente vivienda asequible para estudiantes y trabajadores de posgrado, y contribuir con un PILOT para abordar la crisis de vivienda. Infraestructura pública: Duke debe contribuir con un PILOT para apoyar los servicios de la ciudad y los salarios de los trabajadores municipales y del condado. Respeto, seguridad y protección: Duke debe proteger a estudiantes, profesorado, trabajadores, programas y servicios ante recortes federales, amenazas a la libertad de expresión y amenazas de deportación por parte de ICE bajo la administración Trump. Lanzamiento de la campaña Durham Rising. (Crédito de la foto: Durham Rising) Estrategia Larga Para Ganar Cuando se lanzó esta campaña, los organizadores entendían que sería una lucha larga. Duke tiene millones de dólares para financiar sus propias campañas y proteger su reputación. También cuenta con fuertes conexiones políticas y económicas con personas influyentes en Durham y más allá. Su Junta de Fideicomisarios está compuesta por millonarios y multimillonarios, incluido el CEO de Apple, Tim Cook. Sin embargo, lo que teníamos de nuestro lado era el poder de las masas. Con una petición que reunió más de 10,000 firmas, el pueblo de Durham dejó claro que hay más que suficiente dinero para financiar a los docentes, trabajadores municipales y la vivienda. La pregunta pasó a ser: ¿qué tipo de movimiento se necesita para obligar a Duke a cumplir estas demandas? Durham Rising está liderado por el Sindicato de Trabajadores de Servicios del Sur, UE 150, la Asociación de Educadores de Durham, Siembra NC y Durham for All—organizaciones que representan una amplia gama de comunidades y luchas de la clase trabajadora. Protestas masivas, paros estudiantiles, trabajo puerta a puerta, una fuerte campaña mediática, foros de candidatos, conferencias de prensa y más han sido herramientas clave en esta lucha por mejores salarios, justicia económica, protección para inmigrantes y un mejor Durham para todos. Aunque la lucha está lejos de terminar, está claro que este Goliat—la Universidad de Duke—está sintiendo la presión. Duke no aumentó los salarios por buena voluntad, como puede afirmar, sino porque las masas de trabajadores alzaron la voz. Esta victoria pertenece a los educadores, estudiantes, trabajadores de servicios y proveedores de cuidado que se organizaron y exigieron más. Sin embargo, Durham Rising deja claro que la demanda sigue siendo de al menos $25 por hora. Duke tiene más que suficientes recursos para invertir en su fuerza laboral y establecer un verdadero estándar para empleadores en el Triangle y universidades en todo el país. A través de talleres, capacitaciones y la construcción de un movimiento de masas, UFE está comprometida con apoyar la lucha por la justicia económica. En un estado con una de las tasas de sindicalización más bajas del país—controlado por fuerzas de derecha, moldeado por leyes de “derecho al trabajo” y aún lidiando con el legado de Jim Crow—estas victorias dan nueva vida a nuestro movimiento. Demuestran el poder de la clase trabajadora y muestran que cuando luchamos, ganamos. Este artículo fue publicado originalmente por United for a Fair Economy.

American Rivers today announced the Dan River as one of America’s Most Endangered Rivers® of 2026, citing threats from the construction of two major gas pipelines, Transco Southeast Supply Enhancement Project (SSEP) and the Mountain Valley Pipeline Southgate Project (MVP Southgate), that will cross North Carolina and Virginia and could jeopardize drinking water, wildlife habitat, and Indigenous cultural sites. “Energy production can’t come at the expense of our most vital of resources - our nation’s freshwater,” said Alice Broderick, spokesperson for American Rivers. “There is always a risk when pipelines are built along our rivers. These pipelines have to be constructed with the most stringent protections in place for the Dan River and the people that depend on it.” The Dan River originates in the Blue Ridge Mountains of Virginia and flows 214 miles east into North Carolina, joining the Roanoke River at Kerr Reservoir. It supplies drinking water for hundreds of thousands of people along its stretch. It also provides important habitat for endangered species, including the James spinymussel and Roanoke logperch, as well as freshwater mussels, otters, and migratory fish. The river also holds deep significance for Indigenous peoples, including the Occaneechi Band of the Saponi Nation, Saura, and related Siouan-speaking communities, whose ancestral villages, burial sites, and ceremonial landscapes line its banks. “The Dan River is a life source for hundreds of thousands of people and a sacred cultural corridor for Indigenous communities. Any project that risks contaminating these waters or disturbing ancestral sites must be held to the highest legal and ethical standards. Consultation with all Indigenous leadership is not optional - it is a responsibility,” said Dr. Crystal Cavalier, Executive Director, 7 Directions of Service. The pipelines have both been permitted and could jeopardize the Dan River by increasing sedimentation, chemical contamination, and destabilization of riverbanks if not done with strict adherence to water quality standards. American Rivers is urging Gov. Josh Stein (D-NC) and Gov. Abigail Spanberger (D-VA) to: Ensure state agencies enforce Clean Water Act requirements during pipeline construction. Hold pipeline companies accountable for protecting water quality, wildlife habitat, and Indigenous cultural sites. Consult with Indigenous leadership to assess potential risks and impacts for Tribal communities. For more details on this river and the full America’s Most Endangered Rivers® list of 2026, including the selection process, click here. This article was first published by 7 Directions of Service.